General Provisions
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Conflict of Interest Policy
Break Periods for SPA Employees
Break periods are not required by the Fair Labor Standards Act (FLSA). However, as operational requirements permit and working conditions warrant, management may allow employees to take one 15-minute paid break during any work period of four consecutive hours. Break periods are counted as work time.
Normally, full-time employees may take one 15-minute paid break period during the first half of their shift and one 15-minute paid break period during the second half of their shift. In certain occupations, as deemed necessary for safety and health reasons, management may allow more than one break period per four hours as needed.
Break periods may not be combined with the meal period itself or with another break period, may not be used in order to report to work late or leave early, and may not be used in conjunction with any type of leave. Break periods may not be accrued. If breaks are not taken during specified time frames, they are lost.
Drug Free Workplace for SPA and EPA Employees
It is a policy of NCSSM that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in the School’s workplace is prohibited. Any employee violating this policy will be subject to disciplinary action up to and including termination. The specifics of this policy are as follows:
1. NCSSM does not differentiate between drug users and drug pushers or sellers. Any employee who gives, sells, or in any way, directly or indirectly, transfers a controlled substance to another person or sells or manufactures a controlled substance while on the job or on School premises, will be subject to disciplinary action up to and including termination.
2. The term "controlled substance" means any drug listed in 21 U.S.C. Sub-section 812 and other federal regulations. Generally, these are drugs that have a high potential for abuse. Such drugs include, but are not limited to, heroin, marijuana, cocaine, PCP, and "crack". They also include "legal drugs" which are not prescribed by a licensed physician.
3. If an employee is convicted of violating any criminal drug statute, they will be subject to disciplinary action up to and including termination. Alternatively, the School may require the employee to successfully finish a drug abuse program sponsored by an approved private or governmental institution as a precondition for continued employment.
Firearms and Other Weapons
All weapons, including concealed firearms with permits, are prohibited on the NCSSM campus.
Violation of this policy is considered unacceptable personal conduct and will subject the violator to prosecution by law as well as disciplinary action, up to and including dismissal.
Holidays for SPA and EPA Employees
The School holiday schedule is established for those permanent employees, both EPA and SPA, whose regular work schedule is Monday through Friday. The schedule is published annually by the Office of Human Resources. Alternate schedules also provide holiday benefits for employees on other schedules.
The school recognizes the holidays that are established by the Office of State Personnel. A minimum of eleven work days is granted for holiday observances. The following holidays are observed:
- New Year's Day
- Martin Luther King, Jr.'s Birthday
- Good Friday
- Memorial Day
- Independence Day
- Labor Day
- Veterans Day
- Thanksgiving (two days)
- Christmas (two to three days)*
Because NCSSM conducts classes on the Martin Luther King, Jr. Birthday and Veterans Day, these holidays are observed during the Thanksgiving holiday and Winter Break. * Christmas holidays are taken during the schools Winter Break.
Limitations of Political Activity for SPA and EPA Employees
Each employee retains all of the rights and obligations of citizenship provided in the Constitution and laws of the State of North Carolina and the Constitution and laws of the United States of America. However, no employee subject to the State Personnel Act shall take any active part in:
- managing a political campaign,
- campaigning for political office, or
- otherwise engaging in political activity
while on work time or within any period of time during which the employee is expected to perform services for which compensation is received from the State. Also, no employee subject to the State Personnel Act shall otherwise affect the results of a partisan election involving candidates for office or party nominations through the use of:
- authority and prestige of position,
- State funds, or
- use of State property.
No State employee or official shall use any promise of reward or threat of loss to encourage or coerce any employee subject to the State Personnel Act to support or contribute to any political issue, candidate, or party.
Failure to comply with this policy is grounds for disciplinary action which, in case of deliberate or repeated violation, may include dismissal from employment.
Employees in Federally-aided programs are also subject to the Hatch Political Activities Act (as amended), 5 U.S.C. 1501-1508.
Related Subjects
- Community Service Leave
- Civil Leave
Meal Periods for SPA Employees
A meal period is recommended, but is not required. A typical work schedule provides for a meal period. A meal period consists of at least 30 consecutive, uninterrupted minutes free from work-related duties. (Management may approve meal periods of greater length; the standard meal period is one hour.) If an employee is required (or is permitted) to take a meal period at the work station and works, or is required to work while eating, and if that work does not allow for 30 consecutive, uninterrupted minutes of the meal period, then all of the time is considered work time.
Meal periods may not be combined with leave or used to shorten the normal work day on a regular basis. However, in rare and infrequent cases, management may allow an employee to work through a meal period, and to use that time in combination with leave or to permit an early departure for such things as medical appointments or occasional family commitments. Requests for this type of schedule adjustment should be rare, and are to be considered on a case-by-case basis.
Personnel Records for SPA and EPA Employees
Providing Reference Information for SPA and EPA Employeees
Generally, inquiries regarding references should be limited to verifying requested information. Certain information is designated as public and it may be provided legally to anyone. However, other information is considered confidential and may only be shared with those authorized to obtain it. (See Confidential Information Section under Public Information in this section.)
Requests for employment verifications (other than reference information) or credit references should be directed to Human Resources. Request for credit references should be requested in writing to Human Resources.
Personnel record information relating to the employee’s work performance may be provided to the official representative of another State agency or to a non-State agency employer if that employer is an “authorized agent”. (See Confidential Information Section in this section.)
Telephone requests for credit references or employment verifications or other public information should include:
- Name and telephone number of the person inquiring,
- Position, and
- Company name.
Sensitive questions or requests for public or confidential information should be referred to Human Resources.
Public Record Information for SPA and EPA Employees
Smoke Free Environment
The North Carolina School of Science and Mathematics promotes a safer and more healthful working and learning environment by prohibiting tobacco smoking inside all campus buildings. Tobacco smoking is also prohibited on the campus grounds of NCSSM.
State Service for SPA and EPA Employees
Summer Flex Time Schedule for SPA Employees
The Summer Flex Time Schedule is offered as an optional program. It provides staff flexibility in working hours while providing office coverage between 8:00 a.m. and 5:00 p.m. during summer months. This guideline will enable departments to adopt a 4 or a 4 ½ day employee work schedule.
The summer schedule runs from the end of the academic year in June until the beginning of the academic year in August. Each department has the responsibility for arranging work schedules to meet its operating needs and providing adequate supervision. Twelve month employees may elect to work four 10 hour days or four nine-hour days and one four-hour day per week. One-person offices must rotate the chosen time off in order to provide reciprocal office/phone coverage from 8:00-5:00 Monday through Friday.
The work schedule may begin between the hours of 7:30 and 8:30 a.m. and end between 4:30 and 5:30 p.m. with at least a half hour meal period. A meal period is a span of at least 30 consecutive minutes.
Non-exempt staff must comply with the Wage and Hour regulations provided by the Federal Fair Labor Standards Act and not exceed forty hours per week except in cases of authorized overtime.